Training and Developing Employees
Training and Developing Employees
Multiple Choice:
1. Once employees have been recruited and selected, the next step would be: a. discipline and counseling. b. orientation and training. c. hiring and firing. d. socialization.
3. The ongoing process of instilling in all employees the prevailing attitudes, standards, values, and patterns of behavior that are expected by the organization and its departments is: a. values projection. b. orientation. c. socialization. d. diversity training.
5. There is the real possibility that courts will find that an employee's handbook contents represent a/an: a. falsified document. b. contract with the employee. c. incomplete document. d. vague document.
7. Training of a long-term nature that has the development of current or future management employees as its aim is usually referred to as: a. management evaluation. b. management development. c. management games. d. management case studies.
8. In order for firms to stay competitive when training and development objectives change, they have to adapt by performing the following changes, except: a. improving product quality. b. boosting productivity. c. changing technology. d. increasing employee turnover.
15. The first step in a training program is to conduct: a. training evaluation. b. training needs analysis. c. on-the-job training. d. job instruction training.
17. A technique for appraising the performance of current employees to determine whether training could reduce performance problems like excess scrap or low output is: a. task analysis. b. performance analysis. c. training analysis. d. motivation analysis.
22. The bottom line that should result from determining training needs is: a. excellent job performance. b. performance analysis. c. task analysis. d. measurable training objectives.
25. A structured process by which individuals become skilled workers through a
Multiple Choice:
1. Once employees have been recruited and selected, the next step would be: a. discipline and counseling. b. orientation and training. c. hiring and firing. d. socialization.
3. The ongoing process of instilling in all employees the prevailing attitudes, standards, values, and patterns of behavior that are expected by the organization and its departments is: a. values projection. b. orientation. c. socialization. d. diversity training.
5. There is the real possibility that courts will find that an employee's handbook contents represent a/an: a. falsified document. b. contract with the employee. c. incomplete document. d. vague document.
7. Training of a long-term nature that has the development of current or future management employees as its aim is usually referred to as: a. management evaluation. b. management development. c. management games. d. management case studies.
8. In order for firms to stay competitive when training and development objectives change, they have to adapt by performing the following changes, except: a. improving product quality. b. boosting productivity. c. changing technology. d. increasing employee turnover.
15. The first step in a training program is to conduct: a. training evaluation. b. training needs analysis. c. on-the-job training. d. job instruction training.
17. A technique for appraising the performance of current employees to determine whether training could reduce performance problems like excess scrap or low output is: a. task analysis. b. performance analysis. c. training analysis. d. motivation analysis.
22. The bottom line that should result from determining training needs is: a. excellent job performance. b. performance analysis. c. task analysis. d. measurable training objectives.
25. A structured process by which individuals become skilled workers through a